How can you help your coachee maintain momentum after coaching?

Yes, it is important to set clear expectations with coachees about how they will continue to learn, past their coaching programme. And this can be supported through having a clear and concise development plan. When working with organizations, I include an Individual Development Plan (IDP) as an output of their programme. This plan combines their self-identified technical goals with the competency related goals and actions identified in their programme. The content of our coaching conversations are always confidential but we make an agreement that each individual will share their IDP with their manager and continue to work on it in the months and years after coaching. For this to work, the management team must be involved from the start.

Celebrate each milestone and success achieved by your coachee to help maintain momentum. Recognize and acknowledge their progress, emphasizing the positive changes and growth they've experienced. This celebration not only boosts morale but also reinforces the value of their efforts. Regularly revisit and reflect on these achievements to keep the motivation high and encourage continued commitment to their goals.

As a leadership coach, I ensure that the momentum generated during the engagement continues after our sessions conclude. Here's how: -Set Clear Expectations Establish SMART Goals and craft a Personal Development Plan, fostering habits for lasting change. -Create Realistic Action Plans Outline specific steps, milestones, and resources needed to achieve goals. -Monitoring and Support Establish a framework for ongoing check-ins - whether it's virtual meetings, emails, etc. -Encourage Self-Reflection Assess progress regularly, celebrating achievements and identifying areas for refinement. -Celebrate Milestones Recognizing progress, no matter how small, boosts motivation and reinforces the positive impact of their efforts.

Post-coaching, sustaining momentum involves empowering coachees with self-directed tools. By instilling the habits listed below, coachees can autonomously drive their development journey, ensuring sustained momentum beyond the coaching engagement. I encourage them to set SMART goals to foster accountability. Provide resources for ongoing learning, such as relevant articles, videos or workshops. Establish regular self-reflection practices to gauge progress and identify areas for continuous improvement. Facilitate a support network, connecting them with mentors or peers. Suggest periodic check-ins to celebrate achievements and recalibrate goals. Emphasize the importance of resilience in navigating challenges, promoting a growth mindset.

Let’s get real here, at executive level the coach does not TELL their executives anything. Sorry but the AI bot here has obviously never coached in this arena! The majority of executives will be engaging a coach because they have blind spots, struggle to balance the loneliness of leadership or something (often a limiting belief) causes an incongruence with their responsibilities. Ensuring the initial goal setting is robust has to be the primary focus. Then the right coaching relationship will build self awareness, skills and subsequent confidence where needed and enable them to demonstrate and prove to them selves how effective/ beneficial the new behaviour is. With any form of change, maintaining it long term has to benefit the changee

I often advise my coachees to maintain a 'Success Journal' as a practical tool for post-coaching development. In it, they document all significant achievements and breakthroughs, however small they may seem. For example, one of my coachees recently noted their successful handling of a complex project under tight deadlines. During our review sessions, we reflect on these entries, drawing attention to their growth and discussing how each success lays the foundation for future objectives. This method not only enhances their self-awareness but also instills a culture of continuous personal and professional growth.

The thing about coaching is that the client designs their solutions. They may not want or need post coaching support and it isn’t the coaches place to impose it. The client certainly shouldn’t feel dependent on their coach. Growth never stops but ideally, the client feels empowered and aware enough to spot their own patterns and self-coach themselves, knowing they can reach out for future sessions on any tactical issues.

"Success is not final, failure is not fatal: It is the courage to continue that counts." - Winston Churchill As a coach I encourage to regularly acknowledge and celebrate achievements, both big and small, during the session as well as post-session after every successful action taken. Recognition fuels motivation and reinforces positive behavior. Whether through verbal praise, milestone markers, or small rewards, celebrations create a sense of accomplishment, encouraging the coachee to persist.

You might have seen this in games, where after scoring each goal, the team congratulates each other, even if there’s still a lot of the game left. This is an evidence-based approach. If you continue to highlight your coachee’s successes, motivation will be maintained. Often, people make the mistake of focusing the coachee’s attention on their mistakes, which negatively impacts motivation and causes the coachee to lose interest. Always enjoy small successes; every small success is a milestone on the way to achieving the goal.

A coach can bolster post-engagement momentum by celebrating the coachee's successes, reinforcing achievements, and highlighting progress. Regular acknowledgment of accomplishments fosters motivation, builds confidence, and creates a positive feedback loop, encouraging the coachee to sustain momentum in their personal and professional development.

Merken Sie sich drei Grundprinzipien im Umgang mit dem Nachdenken: Ein Gespr?ch ist immer offen. Akzeptieren Sie die abstrakten und ungew?hnlichen Gedanken Ihres Coachees, auch wenn sie nicht sofort verst?ndlich sind. Fragen dürfen bewusst irritieren, aber nicht verletzen. Ihr Ziel ist es, zu kitzeln und zu provozieren, jedoch niemals zu verletzen. Je mehr Werkzeuge zum Nachdenken Sie kennenlernen, desto mehr Tools k?nnen Sie einsetzen. Lebenslanges Lernen und Wachsen gilt auch für den Coach.

Self-reflection is one of the most important leadership skills in the VUCA world. Coaching sessions often include deep reflections on the coachee’s decisions as well as the steps s/he has committed to take. I often recommend the basic principle - ACT - REFLECT- to deepen self awareness and understanding of the immediate impact that the actions and behaviors have on him/herself or his environment. Making wise decisions requires full presence, confidence and ability to take reasonable risk. Reflection is the key to strengthen the confidence in yourself.

Discovering small nuggets of gold. This is what I've valued most when I've worked with coaches. When they guide me to figure it out for myself. And this is what I aspire to do when I work with people as their coach. The conversations. The listening. The pauses. The time after the sessions. It's not about the flash of instant 180-degree transformation. It's the self-realisation when we understand a new idea. It starts to grow. We see it clearly as a concept. We see clearly how to apply it. We then feel its results. We then integrate it into a new routine. We believe it. This happens at different speeds for everyone. It might happen in a session. Hours or days later. It's a magical feeling to help someone become unblocked

Reflection in any sphere of life is a great self-learning tool, as a coach we must be encouraged to 1 Keep the dialogue open at all times. Embrace the abstract and unconventional thoughts of those you coach, even if they initially seem perplexing. 2 Craft questions deliberately to challenge and stimulate thought, but never to cause harm. Aim to provoke thought without crossing the line. Also remember, Continuous learning and growth are essential for a coach, much like the lifelong commitment to improvement in the military. The more tools for reflection you amass, the more effective you become in your coaching role.

A coach can sustain post-engagement momentum by prompting regular reflection in the coachee. Encouraging introspection enhances self-awareness, consolidates learning, and reinforces commitment to goals. This reflective practice fosters continuous improvement, empowering the coachee to navigate challenges independently and maintain momentum in their personal and professional journey.

We as Coaches don’t offer any advices or prescribe any to-do’s, but what we can do is to share our vision, our life experience and our observations. So it is absolutely legitimate to make suggestions on books, podcasts, blogs, communities etc. if we have a feeling that those are suitable and helpful for our client’s situation. For me on of key coaching elements is to help the client become a broader vision on the situation and life in general. So every time we think of any source that can help our client to get a new perspective and contribute to their personal growth, I would definitely share my ideas.

A coach can support post-engagement momentum by recommending relevant resources to the coachee. Providing curated materials, such as books, articles, or workshops, helps extend learning beyond the coaching period. Empowering the coachee with ongoing access to valuable information sustains growth and reinforces their commitment to progress.

Recommending resources without dictating what learning materials to follow is perhaps the most effective way of retaining the interest and momentum of the coaching process. The coaching intervention is a process of self-discovery and self-realisation. When the client is exposed to new areas and new opportunities of learning whether it be formal or informal the client picks up the skill of exploration. The new area could be books, articles, internet, u-tube or webinars etc. It could also be a lead to new associations – groups or individuals be it from the industry or otherwise. Once the Coach is able to inculcate this habit of exploring new avenues to develop once capabilities the client will continue to practice the ways of coaching.

Let them find answers to their own questions. And give them the tools to keep doing it. Coaching is about helping them become better at understanding and shaping their own challenges and opportunities.

Un des objectifs du coaching est que le coaché puisse être indépendant et autonome à la fin. Et je crois qu'un bon exercice est de mettre en place un plan d'action personnalisé avec des objectifs clairs, mesurables et alignés sur ses valeurs. Et dans ce plan, on peut y ajouter des ressources qui nous ont été précieuses dans notre propre expérience. Mais, avant tout, c'est primordial d'avoir développé tout au long des séances que sa curiosité à un tel point où que ce soient ses propres découvertes qui le feront progresser par la suite.

To sustain momentum post-coaching, I employ customized action plans, leverage accountability partnerships, and integrate ongoing feedback mechanisms. In addition, I leverage virtual platforms for real-time support, curate micro-learning experiences, foster peer networks to keep my coachees at the forefront of leadership evolution .All these ensure continuous growth, adapting strategies to evolving challenges for sustained leadership effectiveness.

Schedule periodic reviews to assess progress and make any necessary adjustments to the action plan. This allows the coachee to adapt to changing circumstances and stay focused on their goals.

Upon concluding the coaching program, I wish to express that the bonds of trust a coach and a coachee have forged during this journey are enduring and resilient. I invite my coachee(s) to revisit the diverse questions posed by me during this period, allowing those moments of reflection to permeate their path. Picture the supportive inquiries I would pose if they encounter new challenges. Let's make a promise for a meeting one year from now, where both a coach and a coachee can embrace and celebrate the emotional growth they've undergone. I aspire to adopt this approach as my coaching philosophy going forward.

Two things I do when the set coaching period has ended. Firstly, I have already provided the coachee with written action plans after each weekly session, that they can use to refer back to at any time, when faced with specific challenges in future. Secondly, it's often useful to schedule a catch-up session in a month or so, to evaluate how the coachee is applying the concepts we discussed and to keep them on track towards their goals. Regular monthly or 2-monthly sessions may be useful also.

It is always good to include and plan a follow sessions after finishing coaching process. Also support to build an accountability connections who believe in the dream of the clieny

To help your coachee maintain momentum after coaching, avoid creating a dependency where they feel unable to make decisions or take action without your input. Steer clear of setting overly ambitious goals that might overwhelm them, leading to demotivation. Most importantly, never neglect the power of self-guided discovery; refrain from spoon-feeding answers, encouraging instead their own problem-solving and critical thinking skills.

Facilitate a post-coaching peer support network. Connect your coachee with like-minded individuals or colleagues who can provide ongoing encouragement, share experiences, and serve as accountability partners. It will create a supportive community that reinforces the coaching insights and facilitates sustained momentum through shared growth journeys.

"Positive Anchoring" works wonders. Associate a specific action or phrase with the successful coaching experience. Another effective technique is "Visualization." Encourage coachees to vividly imagine achieving their goals, fostering a sense of accomplishment. One thing that I personally found helpful is promoting "Reflective Journaling." Encourage coachees to jot down insights regularly, reinforcing their growth. Consider incorporating "Accountability Partnerships" – pair coachees with peers for ongoing support. Remember, the true success of coaching lies in fostering self-motivation. Empower coachees with a toolkit of techniques for sustained growth beyond coaching sessions.

Connect actions to motivation: As part of my coaching, I support the coachees to get a deeper understanding of their strongest motivators. Activity goals and actions connected to what energises and engages them, are what they will put the most effort into and be most likely to do.

In the last coaching sessions with my clients, we focus on keeping up the momentum and sustainability. We'll look at potential challenges and how to handle them, stress the need for continuous learning and support, and talk about setting new goals.